New User Special Price Expires in

Let's log you in.

Sign in with Facebook


Don't have a StudySoup account? Create one here!


Create a StudySoup account

Be part of our community, it's free to join!

Sign up with Facebook


Create your account
By creating an account you agree to StudySoup's terms and conditions and privacy policy

Already have a StudySoup account? Login here

Chapter 10-Stress

by: Aimee Castillon

Chapter 10-Stress PSYC333

Aimee Castillon
GPA 3.61
Introduction to Industrial-Organizational Psychology
Kuy Kendall

Almost Ready


These notes were just uploaded, and will be ready to view shortly.

Purchase these notes here, or revisit this page.

Either way, we'll remind you when they're ready :)

Preview These Notes for FREE

Get a free preview of these Notes, just enter your email below.

Unlock Preview
Unlock Preview

Preview these materials now for free

Why put in your email? Get access to more of this material and other relevant free materials for your school

View Preview

About this Document

Lecture notes for Chapter 10
Introduction to Industrial-Organizational Psychology
Kuy Kendall
Class Notes
25 ?




Popular in Introduction to Industrial-Organizational Psychology

Popular in Psychlogy

This 5 page Class Notes was uploaded by Aimee Castillon on Sunday November 22, 2015. The Class Notes belongs to PSYC333 at George Mason University taught by Kuy Kendall in Summer 2015. Since its upload, it has received 8 views. For similar materials see Introduction to Industrial-Organizational Psychology in Psychlogy at George Mason University.


Reviews for Chapter 10-Stress


Report this Material


What is Karma?


Karma is the currency of StudySoup.

You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!

Date Created: 11/22/15
Organization name St u d e n t n a m e acastil7amuedu PSYC 333 0 Fall 2015 7 TL 7 7 2571 71777 l 9 w r 9 win 10 x 7m3 C1 W biL32 Is all stress bad Stress Hurts People 200000 individuals aged 4565 heart disease 330 billion in medical costs related to heart disease other sickness in addition organizations 700 million to replace them performance declines and and counterproductivity increases Is all stress bad Cannon 1929 proposed the fightorflight reaction adaptive response to stressful situations exhibited by animals and humans in which they choose to either or attempt to escape Selye 1956 proposed that there is good stress and bad stress Eustress is good stress that motivates individuals provides challenges that motivate individuals to work hard and meet goals Distress is bad stress that persists over time and results in negative outcomes Stressors Stressors Physical or psychological demands to which an individual responds physical stressors heat cold noise etc task stressors pace of work workload number of hours worked interpersonal conflict role stressors individuals hold multiple roles in their lives ie work family social These roles even with a single organization can often be a source of strain role ambiguity employees do not know what they re supposed to do in theirjob role conflict demands from different roles are incompatible role overload employees have too much to do workfamily conflict When work role interferes with family role They compete for scarce resources time and energy More of an issue now with more and more dual career families and many Americans working 50 hours each week Leads to job dissatisfaction turnover intentions and turnover Influenced by situational and organizational factors such as being in a familyfriendly environment or having spousal suppon related constructs spillover When experiences at work influence experiences outside of work affective spillover is the transmission of emotional states from work to home crossover When experiences are transferred across partners eg husband s stress transfers to wife emotional labor regulation of emotions to meet organizatonal demand Service with a smile Organizations have certain display rules that employees must follow eg greet every customer with a smile don t get angry or yell at customer Leads to job dissatisfaction burnout and turnover intentions o Two types of emotional labor Surface Acting faking Deep Acting changing one s emotions job insecurity Prolonged uncertainty and anticipation of a stressful event may be more detrimental than a single serious event Leads to job dissatisfaction lack of organizational commitment decreases in physical health mental health performance and increases in turnover intentions workplace violence Bullying sexual harassment etc Can be both a stressor and a consequence of stress challengerelated stressors eg projects assigned time spent at work volume of work given at a time amountscope of responsibilities etc Relationships of positively assoicated with job satisfaction and organizational challengerelated and commitment hindrancerelated stressors negatively related to turnover with JS OC and Turnover hindrancerelated stressors eg org politics influencing HR decisions admin red tape job insecurity bad printer dirty workstations etc Negatively associated with job satisfaction and org commitment Highly related to turnover Strains The Consequences behavioral consequences Information processing memory creativity Task performance Inverted U in lab YerkesDodson Law Direct negative relationship in field Task complexity matters ance high performance low performance low stress high stress psychologicalconsequences burnout emotional exhaustion feel emotionally drained depersonalization become hardened and treat others poorly low personal accomplishment feel powerless Maslach Burnout Inventory Higher among the young single Type A low selfesteem physiologicalconsequences cardiovascular outcomes changes in blood pressure heart rate amp cholesterol gastrointestinal outcomes digestive problems biochemical outcomes stress hormones cortisol norepinephrine adrenalin gt affects immune system amp coronary heart disease gt can be detrimental Individual Difference moderators locus of control internal external hardiness Transformational copingactively changing perceptions of a stressful event by viewing it as a challenge to overcome Control commitment and challenge selfesteem Type A behavior pattern Definition A set of characteristics exhibited by individuals who are engaged in a chronic struggle to obtain an unlimited number of poorly defined things from their environment in the shortest period of time a k a Coronaryprone personality Ambitious impatient hostile in a hurry subcomponents of Type A hostility most important aspect of Type A personality hostility accounts for all of the meaningful variance in longterm health outcomes basically it s not good for your health to be angry most of the time achievement striving impatienceirritability time urgency Type B relaxed patient easygoing Job DemandsResources Model Bakker amp Demerouti 2007 Strains result from an imbalance between the demands placed on the individual and the resources available to deal with those demands low stress high stress Resources are things that facilitate the achievement of work goal or reduce demands or perceptions of demands Personalpsychological Selfesteem selfefficacy Organizational Autonomy Social Mentoring social support Physical Good technology Job I Demands St rain 39Urganizati cnal 1 39 D39Ut39 39 mlEEl 7 Jimlb Resources Motivation J PersonEnvironment Fit Model PE Fit Person characteristics personality interests values match with the environment organization s values goals etc fit determines stress if fit less stress if misfit more stress perceptions are key social support is key when misfit present lside What can we do about it Why should orgs care about PE fit What can they do to increase fit Ben Schneider Attraction selection attrition ASA recruit select socialize if you don t fit you must attrite Managing Stress primary prevention strategies Stressordirected focused on reducing and intensity of stressors Work amp job redesign Cognitive restructuring Secondary prevention strategies responsedirected BandAid approach focused on reducing stress reactions so that they don t lead to major problems Stress management amp coping training Relaxation amp biofeedback techniques Social support Tertiary Prevention Strategies Symptomdirected focus on healing the chronically stressed Employee Assistance Programs EAPs Workplace Violence Homicide leading cause of workplace death Cost orgs and society billions of dollars The profile Male Caucasian Loner Fascination with guns External locus of control Hostileimpulsive Pattern of drug and alcohol abuse psychiatric diagnosis High self esteem which has been challenged Do NOT take this lightly why violence FrustrationAggression hypothesis Frustration leads to aggression Too broadsome frustrated people aggress and not all aggression come from frustration Basically if the person believes that constructive strategies will work they generally do not aggress In the workplace this theory has been extended to explain CWBs Frustration at work can result when goal achievement is blocked jus ce procedural unfairness jobloss alcohol consumption is a risk factor


Buy Material

Are you sure you want to buy this material for

25 Karma

Buy Material

BOOM! Enjoy Your Free Notes!

We've added these Notes to your profile, click here to view them now.


You're already Subscribed!

Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'

Why people love StudySoup

Steve Martinelli UC Los Angeles

"There's no way I would have passed my Organic Chemistry class this semester without the notes and study guides I got from StudySoup."

Amaris Trozzo George Washington University

"I made $350 in just two days after posting my first study guide."

Jim McGreen Ohio University

"Knowing I can count on the Elite Notetaker in my class allows me to focus on what the professor is saying instead of just scribbling notes the whole time and falling behind."


"Their 'Elite Notetakers' are making over $1,200/month in sales by creating high quality content that helps their classmates in a time of need."

Become an Elite Notetaker and start selling your notes online!

Refund Policy


All subscriptions to StudySoup are paid in full at the time of subscribing. To change your credit card information or to cancel your subscription, go to "Edit Settings". All credit card information will be available there. If you should decide to cancel your subscription, it will continue to be valid until the next payment period, as all payments for the current period were made in advance. For special circumstances, please email


StudySoup has more than 1 million course-specific study resources to help students study smarter. If you’re having trouble finding what you’re looking for, our customer support team can help you find what you need! Feel free to contact them here:

Recurring Subscriptions: If you have canceled your recurring subscription on the day of renewal and have not downloaded any documents, you may request a refund by submitting an email to

Satisfaction Guarantee: If you’re not satisfied with your subscription, you can contact us for further help. Contact must be made within 3 business days of your subscription purchase and your refund request will be subject for review.

Please Note: Refunds can never be provided more than 30 days after the initial purchase date regardless of your activity on the site.